The Axios 2023 State of Essential Workplace Communications report found many leaders view figuring out what to communicate to employees and stakeholders as the top challenge they face; the same survey found employees want to consistently hear thoughtful and insightful perspectives from leaders.
Fast Company shares the following four common mistakes leaders make in their communications with employees when facing challenges, as well as alternative approaches that can boost morale.
- Ignoring anxiety. Significant organizational changes can evoke a sense of loss and uncertainty for employees. Acknowledge workers’ emotions by showing genuine empathy and understanding, which helps to build trust. For example, if a company is undergoing a significant restructuring, do not immediately focus on the excitement about the opportunities ahead. Instead, acknowledge the emotional effects the changes may bring. Listen to employee concerns, and when employees feel heard, they will be able to move toward excitement.
- Being generic. Obligatory gratitude appears insincere. To ensure your appreciation is authentic, take the time to recognize and articulate the unique circumstances that may have affected the team. This strengthens your relationship with employees and builds a culture of mutual respect. Acknowledge the specific challenges faced and how employees overcame them.
- Omitting challenges. Leaders should acknowledge the risk of failure with any thoughtful plan, such as unexpected shortcomings. Explain how you view the situation and how it might be approached, outlining strategic steps being taken to navigate the challenges; this builds confidence and understanding. Employees will feel reassured and be more willing to speak up quickly if things go wrong.
- Being punitive. The word “accountability” often is heard as a threat of punishment, including for results that seem to be outside of employee control. Leaders should first ensure alignment on goals, responsibilities and plans by communicating their vision for the company to move forward and achieve its goals. This allows employees to gain a shared understanding of roles and responsibilities. Then, accountability discussions can naturally follow.
